scholarly journals Pengembangan Kapasitas Pegawai untuk Mewujudkan Good Governance pada Kantor Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Palembang

2019 ◽  
Vol 2 (1) ◽  
pp. 29-38
Author(s):  
Yofitri Heny Wahyuli
Keyword(s):  
Capacity Building ◽  
Human Resource Development ◽  
Good Governance ◽  
Public Organization ◽  
Public Servants ◽  
Employment Agency ◽  
Administrative Service ◽  
Collective Commitment ◽  
Work Contract ◽  
Local Employment

Abstract: Capacity Building of Public Servants to Attain Good Governance (Study at The Office of Personel agency and human resource development (BKPSDM) Kota Palembang). The realization of good governance needs professional and competent public servants. Early step that shall be taken by local government is capacity building of public servants in every public organization in the local. One public organization that is Local Employment Agency of Palembang city. Result of research indicates that capacity building of public servants at Local Employment Agency of Palembang City in general has been quite well. Employee transparency for information openness is not working optimally. Employee responsiveness to administrative service is adequate. Employee equality in delivering service is sufficient. Capacity building of public servants must be supported by enthusiastic leadership which drives employee and collective commitment based on work contract and employee agreement. Employee must be made understood through socialization, internal session or even internal regulation.  

scholarly journals Pengembangan Kapasitas Pegawai untuk Mewujudkan Good Governance pada Kantor Dinas Kepemudaan dan Olahraga Kota Palembang

2019 ◽  
Vol 2 (1) ◽  
pp. 8-16
Author(s):  
Dian Novita Fajar Sari
Keyword(s):  
Capacity Building ◽  
Good Governance ◽  
Public Organization ◽  
Early Step ◽  
Public Servants ◽  
Employment Agency ◽  
Administrative Service ◽  
Collective Commitment ◽  
Work Contract ◽  
Local Employment

Abstract: Capacity Building of Public Servants to Attain Good Governance (Study at The Office of youth and sports services Kota Palembang). The realization of good governance needs professional and competent public servants. Early step that shall be taken by local government is capacity building of public servants in every public organization in the local. One public organization that is Local Employment Agency of Palembang city. Result of research indicates that capacity building of public servants at Local Employment Agency of Palembang City in general has been quite well. Employee transparency for information openness is not working optimally. Employee responsiveness to administrative service is adequate. Employee equality in delivering service is sufficient. Capacity building of public servants must be supported by enthusiastic leadership which drives employee and collective commitment based on work contract and employee agreement. Employee must be made understood through socialization, internal session or even internal regulation.    

scholarly journals Civil Servants Performance Analysis of Education, Youth And Sports Department in Bantul District 2017

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Surya Jaya Abadi ◽  
Muhammad Eko Atmojo ◽  
Helen Dian Fridayani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Good Governance ◽  
Health Workers ◽  
Civil Servants ◽  
Public Servants ◽  
Organization Management ◽  
Institutional Aspects ◽  
Bureaucratic Reform ◽  
And Training

Bureaucratic reform is an effort to reform and change fundamentally in a system of governance that involves institutional aspects (organization), management (business process) and human resources apparatus to realize good governance. In Law No. 5 of 2014 concerning the State Civil Apparatus where has a function as the executor of public policy and public servants. The lack of civil servants within the Bantul Regency Government, such as teachers, health workers and technical personnel, are caused by the presence of retired employees and the enactment of the civil servants candidate (CPNS) moratorium policy which causes the workload (ABK) figures of an organization and employees to be heavier than before which can affect public service quality. The method used in this study is descriptive qualitative. The results showed that the performance of civil servants in the Education, Youth and Sports department was very good, besides that the arrangement of work plans was also in accordance with the standards of the organization. However, there are some obstacles, especially in the timeliness of completing assignments, and the ideas or initiatives of civil servants in delivering ideas are still lacking. Meanwhile, the factors that influence civil servants performance in carrying out their tasks are lack of human resources, the presence of seniority and the lack of awareness of ASN about the importance of implementing education and training.

scholarly journals Understanding human resources management strategy in implementing good government practice: what research evidence say

2021 ◽  
Vol 8 (3) ◽  
pp. 265-273
Author(s):  
Achmad Hidir ◽  
Arif Zunaidi ◽  
Petrus Jacob Pattiasina
Keyword(s):  
Human Resource Development ◽  
Good Governance ◽  
High Reliability ◽  
Human Resources Management ◽  
Secondary Data ◽  
Coding System ◽  
Public Service Organizations ◽  
Data Extract ◽  
Good Government ◽  
Study Designs

Understanding human resource development strategies in good governance service practices are essential. For this reason, we have reviewed several study pieces of evidence to add to the enrichment of our study. The reading sources we are looking for are data-based sources from Google scholars, ERIC publications, and other literature sources. Furthermore, we take the analysis stage by involving the coding system, evaluation, data extract, in-depth interpretation, and drawing conclusions that are valid findings and high reliability because these findings have answered the questions and danced the hypothesis of this study. We depend on secondary data and descriptive qualitative study designs. Based on the discussion of the findings data, we can conclude that the HR governance strategy working in public service organizations is not only required for superior competence, technical skills, and mastery of the underlying laws and regulations, but they are state apparatuses that are even more crucial in shaping mental and behavioral professional, friendly in nurturing, honest, sympathetic, wise, intelligent, and highly responsible.

scholarly journals DETERMINANT FACTORS OF PARTICIPATIVE PARTNERSHIP MODEL IN IMPROVING QUALITY OF COMMUNITY LEARNING SERVICES (PKBM) IN WEST JAVA

2019 ◽  
Vol 5 (15) ◽  
pp. 343-351
Author(s):  
Iip Saripah ◽  
Nike Kamarubiani ◽  
D. Nunu Heryanto ◽  
Holva Lovana Siregar ◽  
Ari Putra ◽  
...  
Keyword(s):  
Capacity Building ◽  
Human Resource Development ◽  
Drop Out ◽  
Disadvantaged Communities ◽  
Determinant Factors ◽  
Partnership Model ◽  
Partnership Quality ◽  
Marketing Process ◽  
Determinant Factor

The research specifically discussed PKBM as an institution that could facilitate the needs of the community and could increase more empowered human resources with a variety of capabilities through economic strengthening. The researchers want to know how does the PKBM institution as a strong institution that is able to partner and be able to assist disadvantaged communities. The purpose of this study in general is to obtain a clear picture of determinant in institutional strengthening, improving the quality of PKBM services, and human resource development through a participatory partnership model in PKBM. The conceptual framework of the research refers to the concept of PKBM, the concept of capacity building and the concept of partnership. This research used a qualitative approach with descriptive method. The location is chosen in Cimahi, Tasikmalaya,, and Karawang Regency. The results obtained are: (1) the first determinant factor is educators, in general, the objective conditions of educators in PKBM are few and there are educators who do not meet the competency standards that they must have. (2) Students become the next determinant factor, PKBM recruits students by opening registration and registering students who drop out of school in formal schools then asks the school to refer students to continue their education at PKBM. (3) PKBM, which is stablished based on community self-help certainly has limitations in facilities and infrastructure, starting from the inadequate amount and quality that is no longer good. (4) In meeting the needs of program sustainability, PKBM has attended by carrying out a variety of businesses, but this has not been able to meet overall needs. (5) PKBM has business activities such as selling products made by students in the form of food or handicrafts, but has limitations in the marketing process. Keywords Determinant Factors, Capacity Building, Partipatory Partnership, Quality of PKBM Service

LEADERSHIP AND SOCIAL INFLUENCE: ASSESSING THE FUTURE-READY HUMAN SKILLS TOWARDS THE EFFECTIVENESS OF GOOD GOVERNANCE PRACTICES

2021 ◽  
Vol 7 (2) ◽  
pp. 35-38
Author(s):  
Zawiyah Mahmood ◽  
Shathees Baskaran
Keyword(s):  
Social Influence ◽  
Good Governance ◽  
Leadership Traits ◽  
Public Servants ◽  
Effective Leaders ◽  
The Social ◽  
Governance Practices ◽  
Public Organisation ◽  
Human Skills ◽  
Influence Process

Leadership and social influence have been hotly debated as among the top 21st-century skills. Previous research on leadership and social influence has focused mostly on leadership traits and characteristics, while little research has examined the social influence process by which public servants become effective leaders. The purpose of this paper is to develop an initial review from a public service perspective to outline the skill that contributes to the development as a future-ready human skill by public servants. This conceptual paper relies on prior research and existing theory to focus on the developmental processes that lead to acquiring the leadership and social influence skill as future-ready human skills. Additionally, leadership and social influence skills could contribute to particular behaviours to the effectiveness of good governance practices. Based on the literature review, it is assumed that there is a positive relationship between leadership and social influence and the effectiveness of good governance practices. Most importantly, this paper addresses how the skill is unique and most realistically developed in a public organisation.

scholarly journals Innovative Teaching Approach for Capacity Building: A Talent Management Prospective for Power Sector in Pakistan

2020 ◽  
Vol 6 (1) ◽  
pp. 51-69
Author(s):  
Junaid Alam Memon ◽  
Fateh Muhammad Mari ◽  
Faiz Shah ◽  
Usman Mustafa
Keyword(s):  
Capacity Building ◽  
Human Resource Development ◽  
Organizational Capacity ◽  
Talent Management ◽  
Power Sector ◽  
Innovative Teaching ◽  
Services Delivery ◽  
Customer Services ◽  
Institute Of Technology ◽  
Building Program

On job training serves as one of the prime tools of staff capacity development and talent management in any public or corporate entity including the power sector distribution companies (DISCOs) in Pakistan. This DISCOs used this approach to train more than 400 officials at Asian Institute of Technology, Thailand, hoping it to improve their performance in addressing Pakistan’s power sector crisis. This paper evaluates this capacity-building intervention by gathering the perceptions of trainees and top management to understand the ways this multi-level, integrated capacity-building program enhanced the professional quality of customer services. The question that emerges in backdrop of such initiatives is whether this and other similar investments in human resource development (through effective, innovative and relevant teaching) can improve efficient services delivery. The paper presents a thematic analysis of qualitative and descriptive data collected from randomly selected participants and reviews their feedback on this question. The results suggest a thorough examination of the relationship between human development and organizational capacity-building with indicators of service quality in Pakistan's power sector. Keywords: Innovative teaching, Training, Capacity Building; Transmission and Distribution Efficiency; Power Management

scholarly journals IMPLEMENTASI GOOD GOVERNANCE SEBAGAI UPAYA PENCEGAHAN PENYAKIT BIROKRASI DALAM PELAYANAN PUBLIK (STUDI KASUS KASUS PELAYANAN ADMINISTRASI KEPENDUDUKAN DI KANTOR KECAMATAN MEDAN HELVETIA

2021 ◽  
Vol 29 (2) ◽  
pp. 24
Author(s):  
Pangeran Teguh Anugrah ◽  
Abdul Kadir ◽  
Pin Pin
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Public Services ◽  
Good Governance ◽  
Secondary Data ◽  
Primary Data ◽  
Organizational Relationships ◽  
Public Servants ◽  
The Public ◽  
The Government

District is part of the government organization that is closest to dealing directly with the community and spearheading the success of regional development, especially in Medan, where the District will be seen directly in planning and controlling development and services, and a reflection of good governance in Medan. The objectives of this study are as follows: (i) to describe the Good Governance implementation in the District, especially in the District of Medan Helvetia, (ii) to analyze the factors that support and inhibit the implementation in the District, especially in the District of Medan Helvetia.The form of descriptive research using a qualitative approach, this research was conducted in the District of Medan Helvetia. The informants consisted of key informants, namely the Head of District and their apparatus as many as 4 people who were determined purposively and the Main informant namely the community who were taken accidentally as many as 20 people at the time of the study. Primary data comes from interviews and secondary data from literature studies and other written documents. After the data and information needed has been collected, the researcher then sifts through the data and information into the research indicators that have been determined. After the data and information are grouped, the researcher then presents the data and analyzes the data qualitatively.Research Results: The good governance implementation in Medan Helvetia District Office refers to the Decree of the District of Medan Helvetia number 138/19-17/SK-MH/IX/2015 on Standard Operating Procedures (SOP) in Medan Helvetia District Environment. In general, the implementation analysis as follows: (i) Standards and Policy Objectives: public servants have attempted to achieve the public service goals they have set, (ii) Resources: human resources and support resources or facilities, researchers see still shortcomings, (iii) Inter-Organizational Relations: inter-organizational relationships implemented in Medan Helvetia  District are good, (iv) Characteristics of the Implementing Agent: the characteristics of the existing implementing agent can already be applied by the implementor of public services in both the public service in Medan Helvetia district, (v) Social, Political, and Economic Conditions: on the variable social, economic and political conditions, the implementors of public services in providing public services do not discriminate between each other, (vi) Implementor Disposition: the attitude given by the implementor of public services is friendly and courteous when providing public services. Supporting factors are cooperation with stakeholders, commitment of the head district (Camat), and the economic potential of the region and opportunities of private CSR, while the Inhibitor Factors are Lack of community participation, lack of human resources apparatus, lack of funds and some damaged road and drainage infrastructure.

scholarly journals PUBLIC ADMINISTRATION AND THE CHALLENGE OF NATIONAL DEVELOPMENT IN NIGERIA: CHALLENGES AND PROSPECTS

2020 ◽  
Vol 7 (1) ◽  
pp. 39-45
Author(s):  
Dominic Shimawua ◽  
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Large Scale ◽  
Good Governance ◽  
National Development ◽  
Capacity Utilization ◽  
Poor Performance ◽  
Public Servants ◽  
The Public ◽  
High Crime

Contemporary Nigeria is plagued with the problems of widespread poverty, large-scale unemployment, technological backwardness, low capacity utilization, inadequate and decayed social and physicalinfrastructure, high incidence of diseases, high crime rate, among others. These disturbing socio-economicindicators in Nigeria are among the worst in the world. Ironically, these unpleasant indicators exist side-byside the country’s great national wealth and potentials, with an enviable stock of human resources whopossess knowledge, expertise and skills especially in the public service. Unfortunately, it appears these knowledgeable public servants are unable to serve as catalysts in the development of the nation. This situation makes the Nigerian case paradoxical. The objective of this study therefore is to identify the challenges preventing Nigerian public administration from playing its catalyzing role in the development of the country as well as to proffer possible solutions. One of the findings is that bribery and corruption are a bane of Nigerian public administration. In fact, they constitute a serious impediment to national development. The paper recommends, inter alia, the empowering of the anti-corruption institutions and introduction of information and communication technology in public governance. The paper submits that the label of poor performance and absence of excellence in the public service has the tendency to undermine development and good governance in Nigeria.

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